| | | Governor Brown signed House Bill 2005 into law on June 1, 2017. Beginning October 6, the executive branch of Oregon state government no longer asks for the current salary or salary history of job applicants. All existing state employees will receive a survey in January 2018 to report their education, experience and training. This information will be used to evaluate whether individual employees are compensated at an equitable rate, relative to their peers, based on their qualifications (i.e., experience, education, training, seniority etc.). Please note, while pay may increase for some employees in order to achieve equity, pay will not decrease for anyone. This process is expected to be completed by December 31, 2018. | HB20051 | pe-faq | 1 |  Raelynn Henson |
| | | Work of a comparable character is defined in the bill as work that requires substantially similar knowledge, skill, effort, responsibility, and working conditions in the performance of work, regardless of job description or job title. Essentially, “similar work + similar qualifications = similar pay.” | HB20052 | pe-faq | 2 | Raelynn Henson |
| | | Employees in the Executive Branch state agencies (except for some semi-independent state agencies and the Secretary of State) who were employed as of December 31, 2017, and completed the survey. | surveyq2 | pe-faq | 2 | Raelynn Henson |
| | | Upon hire, your agency conducted an assessment based on your relevant experience, education, seniority and training and placed you at an equitable level of pay. If you have concerns about your salary placement, please contact your agency's Human Resource office or local union representative. | surveyq3 | pe-faq | 3 | Summer Warner |
| | | Employees who have been identified for an increase effective January 1, 2019 should recieve notification by January 25, 2019 from the CHRO, Pay Equity Team. | surveyq4 | pe-faq | 4 | Summer Warner |
| | | | surveyq5 | pe-faq | 5 | Summer Warner |
| | | No, the scope of the equal pay analysis does not include changing the compensation plans for job classification. Employees at the top step of the salary range will not be affected by the equal pay analysis. | surveyq6 | pe-faq | 6 | Summer Warner |
| | | No. The employee survey being conducted in January and February of 2018 will ask current employees for information on education, experience and training as it relates to their current role. This information will be added to data the state already have about your work experience (i.e., your amount of time as an employee with the state, time in your current position). Pay equity adjustments will be made when necessary, although no employee will be adjusted downward. | pesg2 | pe-faq | 2 | Summer Warner |
| | | Pay increases for identified employees are effective January 1, 2019.
| surveyq1 | pe-faq | 1 | Summer Warner |
| | | The compensation for all employees performing a job of similar character will be analyzed and compared based on education, experience, seniority, merit and training, in addition to any subtleties of the job (travel, work location, etc.) that might justify a different rate of pay. It is possible for a longtime employee to have a new coworker who has more education, experience or training, even though it didn’t occur at the agency where they both work now. In that instance, the new coworker might receive higher compensation, depending on the other factors being considered. | pesg3 | pe-faq | 3 | Summer Warner |
| | | Beginning January 17, 2018 and through February 28, 2018, executive branch employees will have the opportunity to complete a survey that captures your education, experience and training relevant to your current position. The Pay Equity Project will compare this information to other employees with similar qualifications performing similar work. If it is found that you are being paid less than those employees, you may receive an increase in pay beginning on or about January 1, 2019. If you believe you are being paid less than your coworkers for doing the same work, it is imperative that you accurately complete the survey. | pesg1 | pe-faq | 1 | Summer Warner |
| | | No, all employees, regardless of whether they are represented, will be part of the equal pay analysis and reset as necessary. Again, no employees will have their pay decrease. | surveyq19 | pe-faq | 19 | Summer Warner |
| | | No, vacation accrual rate is generally related to seniority. | surveyq18 | pe-faq | 18 | Summer Warner |
| | | Oregon state government is committed
to fair employment practices and non-discrimination, including pay
equity, for all employees. The Pay Equity Project includes an Equal Pay
Analysis of current state employees as well as changes in hiring
processes associated with setting initial new hire rates.
The Pay Equity law,
was signed into law June 1, 2017 by Governor Kate Brown. This makes
it unlawful for any Oregon employer:
- To discriminate between employees, in wages and other compensation for “work of a comparable character,” on the basis of a protected class;
- To seek or use the salary history of an applicant before an employment and salary offer has been made;
- To screen applicants on the basis of current or past compensation; or
- To determine compensation for a position based on current or past compensation of a prospective employee.
| about1 | pe-faq | 1 | Summer Warner |
| | | Prepare participants to commit to positions of increased responsibility and leadership within state government Provide interactive discussions about key issues in state government Learn from nationally and locally recognized presenters Create opportunities to network and learn with participants from other agencies Facilitate increased discovery of self-knowledge and professional growth
| goals2 | LO | 2 | OR\bonnie.poole |
| | | An equal pay analysis means an evaluation process to assess and correct wage disparities among employees who perform work of a comparable character.
Employees with similar qualifications (e.g., seniority, experience, education) should be compensated similarly.
| about2 | pe-faq | 2 | Summer Warner |
| | | Under the law, differences in compensation for individuals doing comparable jobs may only be based on differences in their job-related education, seniority, experience, training, merit, travel or work location or a combination of these factors. In other words, pay equity is a means of eliminating discrimination in the wage setting system. | about3 | pe-faq | 3 | Summer Warner |
| | | | competencies3 | LO | 3 | OR\bonnie.poole |
| | | Identify professional strengths and areas for development Recognize key issues in Oregon state government impacts on “home” agency Examine ideas and concepts that simulate insight into personal values and beliefs Formulate sustainable networks
| objectives4 | LO | 4 | OR\bonnie.poole |
| | | Value diversity of people and perspectives Encourage and support learning of self and others Ask challenging questions Seek opportunity to apply new knowledge and skills Be accountable for continuously enhancing the program
| principals | LO | 5 | OR\bonnie.poole |
| | | | cnc | projects | 1 | OR\bonnie.poole |
| | | | studies | projects | 2 | OR\bonnie.poole |
| | | Equity - Implementing new state law (HB2005) . | equity | projects | 5 | OR\bonnie.poole |
| | | | classguide | cnc | 1 | OR\bonnie.poole |
| | | | misc | cnc | 3 | OR\bonnie.poole |
| | | | Communication | LOR | 2 | OR\bonnie.poole |
| | | | job | cnc | 2 | OR\bonnie.poole |
| | | | government | LOR | 5 | OR\bonnie.poole |
| | | - Good Company, Joshua Skov - Foundations of Sustainability (pdf)
- "The Bottleneck," Chapter 2 of The Future of Life, by Edward O. Wilson (2002)
- Energy Trust of Oregon
- Environmental WorkingGroup - Shopper's Guide to Pesticides
- EPEAT - ElectronicProduct Environmental Assessment Tool - rating system for computer hardware
- LEED - Leadership inEnergy and Environmental Design
- Monterey BayAquarium Seafood Watch - guides to help consumers make sustainable decisions
- National Geographic, special issue on energy (March 2009)
- "NuclearPower," National Geographic (April 2006)
- "Peak Oil" - An Overview," John Kaufmann, Oregon Department of Energy (2008) (pdf)
- RealClimate - climate science from climate scientists
- ResponsiblePurchasing Network
- Summary for Policy Makers, Intergovernmental Panel on Climate Change (IPCC), Assessment Report 4, Working Group 2 (2007)
- "Sustainability in the Department of Administrative Services and the State of Oregon," Elin Shepard, Department of Administrative Services (2009) (pdf)
| Sustainability | LOR | 6 | OR\bonnie.poole |
| | | | Diversity | LOR | 3 | OR\bonnie.poole |